Celem artykuu jest analiza poziomu dobrostanu oraz czynnikw o nim decydujcych u osb pracujcych w ochronie zdrowia w Polsce w okresie rozwinitej pandemii COVID-19. W artykule zaprezentowano wyniki bada ankietowych, przeprowadzonych w styczniu 2021 r., metod CAWI, na prbie 200 respondentw. Wyniki wskazuj na stosunkowo pozytywn ocen poziomu dobrostanu przez medykw, a take ich optymistyczne podejcie do przyszoci. Pozytywny obraz dobrostanu zaburzaj odczucia pracownikw ochrony zdrowia dotyczce intelektualnego i emocjonalnego wyczerpania. Badanie empiryczne pozwolio zidentyfikowa trzy relatywnie jednorodne grupy pracownikw pod wzgldem czynnikw decydujcych o samopoczuciu zawodowym. Pierwsza wskazuje na dwa rwnie wane czynniki: interesujc prac i pewno zatrudnienia. Druga wyodrbniona grupa uzalenia swoje samopoczucie zawodowe gwnie od interesujcej pracy i moliwoci rozwoju zawodowego. Trzecia grupa koncentrowaa si na rwnowadze midzy prac i yciem zawodowym. Wyniki maj istotne znaczenie dla wiadomego zarzdzania pracownikami ochrony zdrowia. Dostarczaj praktycznych wskazwek pomocnych przy ich motywowaniu.
Although the large body of literature suggests the importance of fair compensation, the understanding of the nature of remuneration justice remains limited. The paper fills the gap by combining the three streams in the research: diversified definitions of justice in management sciences, philosophy and ethics, theory of organizational justice and research on employee engagement. Based on theoretical assumptions, a remuneration justice as-sessment model was developed. The evaluation of the remuneration fairness depends on three dimensions: perception of the features of the remuneration system, employees' convictions regarding the legitimacy of pay differentiation and work needs. The hypothe-sised model was tested on a representative sample of 1,067 working Poles. This research has used SEM-PLS approach including exploratory factor analysis. The find-ings carry theoretical implications, since they extend the research and refine the essence of remuneration justice. From a practical perspective, the relationship between the three predictors – system, beliefs and needs – provide a proof on how remuneration justice is composed and how it could be developed.
PurposeExisting literature on algorithmic management practices – defined as autonomous data-driven decision making in people's management by adoption of self-learning algorithms and artificial intelligence – suggests complex relationships with employees' well-being in the workplace. While the use of algorithms can have positive impacts on people-related decisions, they may also adversely influence job autonomy, perceived justice and – as a result – workplace well-being. Literature review revealed a significant gap in empirical research on the nature and direction of these relationships. Therefore the purpose of this paper is to analyse how algorithmic management practices directly influence workplace well-being, as well as investigating its relationships with job autonomy and total rewards practices.Design/methodology/approachConceptual model of relationships between algorithmic management practices, job autonomy, total rewards and workplace well-being has been formulated on the basis of literature review. Proposed model has been empirically verified through confirmatory analysis by means of structural equation modelling (SEM CFA) on a sample of 21,869 European organisations, using data collected by Eurofound and Cedefop in 2019, with the focus of investigating the direct and indirect influence of algorithmic management practices on workplace well-being.FindingsThis research confirmed a moderate, direct impact of application of algorithmic management practices on workplace well-being. More importantly the authors found out that this approach has an indirect influence, through negative impact on job autonomy and total rewards practices. The authors observed significant variation in the level of influence depending on the size of the organisation, with the decreasing impacts of algorithmic management on well-being and job autonomy for larger entities.Originality/valueWhile the influence of algorithmic management on various workplace practices and effects is now widely discussed, the empirical evidence – especially for traditional work contexts, not only gig economy – is highly limited. The study fills this gap and suggests that algorithmic management – understood as an automated decision-making vehicle – might not always lead to better, well-being focused, people management in organisations. Academic studies and practical applications need to account for possible negative consequences of algorithmic management for the workplace well-being, by better reflecting complex nature of relationships between these variables.
The aim of the article is the analysis of the relationship between work engagement and evaluation of remuneration justice in the context of the dimensions of organizational justice in Lithuania and Poland. The starting point for the research was the identification the essence of evaluation of remuneration justice from the perspective of management sciences. Conclusions drawn from the analysis of the views on organizational justice allowed to define the key aspects of remuneration justice necessary for a detailed exploration of the studied area. They point to the need for a comprehensive evaluation of remuneration justice, integrating all its aspects, not only the distribution aspect. The strong link between fair remuneration and work engagement draws attention to the conditions for effective remuneration instruments. On the basis of the results of empirical research, the assessment of the fairness of remuneration by Polish and Lithuanian employees was diagnosed. In Lithuania, 9% and in Poland 52% of respondents described their current salary as fair. Correlations between the examined constructs were examined. It is concluded that for both working Lithuanians and working Poles fair compensation means remuneration appropriate to the work performed. The sense of fairness of remuneration coexists with distributional, procedural and interactive justice and with the lack of feeling of being exploited.
